acting as a safety rep, raising health and safety concerns with your employer, participating in safety consultations, leaving or refusing to return to a place of safety in circumstances of serious and imminent danger, or taking other appropriate steps to protect yourself and others;

acting as an employee representative, or standing as a candidate for an employee representative;

Often employers ask for volunteers and/or offer early retirement before considering compulsory redundancy. Some examples of criteria that can be used by an employer when making compulsory redundancies include:

Allowances should be made for poorer performance, attendance and conduct connected with an individual's disability.

You should be told what factors have been used in the selection process. If not, you should ask, and if you are still not told, you should seek further advice.

If you are in a union, it may have agreed a redundancy procedure with your employer, so check with them that this has been followed.

Note: This content is provided as general background information and should not be taken as legal advice or financial advice for your particular situation. Make sure to get individual advice on your case from your union, a source on our free help page or an independent financial advisor before taking any action.